And its Impact
Impact of Culture on Organizations:
Survival of any organization depends a lot on its culture. Culture plays one of the biggest roles, while deciding the level of difficulty, whenever organization is embracing a change or becoming innovative in its functions or processes. Enrolling others effectively, internally or externally, to organization‟s new approaches, will also have a huge impact on organization‟s environment. Culture is an abstract art, but yet it derives the social and organizational behavior. Hence, it is equally important for us to understand the essence of culture, in order to avoid any discrepancy created by culture in organization. According to Edgar Schein (1990), culture is: “A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems.” Cultural impact is quite crucial, because it operates outside of our conscious. Many organization‟s puzzles and frustrating problems in organization environment could be solved by just having a thorough understanding of its culture. Whenever managers try to bring the change in organization environment or behavior, they usually face hindrance to change at a level that is beyond their understanding. It could be anything like departments fight with each other rather than getting the job done. Communication gap and misunderstandings between different people‟s group usually results in chaos. As leaders try to get their organizations back on track in the difficult environment pressure and scenario, often amazed to see how different individuals and groups behave ineffective and ridiculous, that could be threatening for any organization‟s survival. As leaders try to get things done through different groups, they often find out that those groups of people do not like each other and usually do not even communicate each other and their level of conflicts is amazingly high. The term „culture‟ sums up all these phenomena and also helps to normalize them. Therefore, dynamics of culture should not be treated as a secondary thing, but prioritize in order to solve those puzzling, irritating and anxious situations with in the organizations. In order to overcome these unfamiliar and notable irrational attitudes of people in organizations, it is of extreme importance to have deeper understanding of people‟s behavior with in organizations. If we have strong know-how of organization‟s culture, we cannot only dominate those unwanted situations but also can identify our strengths and weaknesses that define who we are and what we are good at.
Levels of Culture:
Culture not only surrounds as all, but it is also a part of our personality. Culture is not only complex but also deeply rooted and pervasive. Edgard Schein (2010) describes it as:
“Organizational learning, development, and planned change cannot be understood without considering culture as the primary source of resistance to the change”. Three different levels of organizational culture by Edgar Schein are as follow: Artifacts and symbols – They are at the surface level, which can be easily and readily visible but yet hard to understand.
Espoused Values – Beneath Artifacts, there lies „Espoused value‟ that are mainly concern with the strategies, goals and philosophies.
Basic Underlying Assumptions – The lowest layer is „Basic Underlying Assumptions‟, which are deeply rooted in the organizational culture and are hard to discern as they largely exist in our unconscious level. Yet they yield the best level of understanding of the problems.
The figure above shows descriptively the levels of organizational culture and what are the elements...
References: Schein, Edgar H..Jossey-Bass Business and Management: Organizational Culture and Leadership
www.wikipedia.com Accessed in: [8 Feb, 2015]
Levels of Culture & Subculture for Managing Organizations | Chron.com
3 Levels of Organizational Culture | ArtsFwd.com
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